HomeMy WebLinkAbout06-28-1993 Item #18June 28, 1993
City Council Agenda
• Item No. /9_
cCuTy OIF N WORT BEACH
PERSONNEL D EPAIIB'd'iY E `NT
June 17, 1993
.JUN 2 P 1993
OVED
TO: Honorable Mayor Turner and Members of the City Council
FROM: City's Negotiations Team
RE: Tentative agreement with the Newport Beach Professional and
Technical Employees Association (NBP&TEA)
• THE FOLLOWING POINTS HAVE BEEN AGREED TO BY THE
NEGOTIATORS FOR THE NBP&TEA AND THE CITY NEGOTIATORS, AS
A PRODUCT OF THE MEET AND CONFER PROCESS AS REQUIRED BY
THE MEYERS, MILLIAS, AND BROWN ACT. FINAL AGREEMENT IS
SUBJECT TO RATIFICATION BY THE MEMBERS OF THE NEWPORT
BEACH CITY COUNCIL.
1. ECONOMICS:
The City and the NBP&TEA agree to develop a new compensation
policy before the expiration of this MOU, which will rescind the J-1 Policy.
1. A COLA adjustment of no less than 3% to be effective on
January 1, 1994. Based on the local (all urban consumers Los Angeles -
Anaheim -Riverside) CPI, for the time period between July 1, 1992 and
June 30, 1993.
• 2. The City will add an extra step to the merit system salary
range, (An "F' step) effective April 1, 1994. Only represented
employees who have been at the current top step ("E") for at least one
year will automatically advance to the new "F" step. All the other
provisions and requirement of the merit pay system shall remain
unchanged.
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3. Up to three re -openers for the NBP&TEA on issues of
importance to them, with notice of their intent to exercise this right by
September 1, 1993.
2. 9/80 SCHEDULING PLAN:
The City agrees to maintain flex -scheduling where it is currently
operating successfully and additionally to "roll over" the current MOU article
regarding the 9/80 schedule into this MOU.
3. DURATION OF CONTRACT:
The MOU will become effective on July 1, 1993 and shall remain in
force through the pay period ending after December 31, 1994. Negotiations for
the subsequent agreement will commence in the fall of 1994, with bargaining
proposals from the association being due on or before September 1, 1994.
4. PERFORMANCE EVALUATIONS:
The City and the NBP&TEA agree to modify the language in the
"performance evaluation" article in the MOU to conform to the following:
Performance Evaluation
a. PREPARATION: Review the employees previous evaluation and
identify changes in performance. Note ehanges and the reasons ivk3F.
sxs.
All Performance evaluations sha
City shall maintain the job description
duties and responsibilities
job description available
of the job.
in
The
a manner which reflects the current
City will make copies of the current
to each employee upon request.
It COMPLETION OF THE RATING: Review all any documentation
and discuss its relationship to the performance ratings assigned for the
current rating period. job duties and performance standards. Assign ratings
to each item on the form, basing them on factual information and or upon
ebjecfive of observable behavior.
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Write narrative information and examples to support the ratings,
especially those that are weak or strong or have changed from the previous
• evaluation.
C. REVIEW PROCESS: The evaluation must be approved by the
rater's Department head prior to presentation to the employee.
Present the evaluation to the employee in an environment conducive
to clear communication. Attempt to resolve items in dispute in a factual
manner. Conclude by presenting the rating criteria for the next rating period.
Any changes resulting from the review must be approved by the rater's
Department head prior to completion.
d. POST REVIEW PROCESS: The employee is given a copy of the
final rating when Department head review is completed. Evaluations with
an overall rating of Improvement Needed or Unsatisfactory may be appealed
at the discretion of the employee at step two of the Grievance Procedures.
The employee may attach a rebuttal to any evaluation prior to its placement
in his/her permanent personnel file.
£ RATING SCHEDULE: Employees may receive a performance
• evaluation at any time, but all employees will receive at least one
performance evaluation annually in coordination with their anniversary
date. Any evaluation not rendered within 30 calendar days of its due date
will be considered a Competent overall rating for any subsequent use or
purpose.
•
Additionally, the City and the NBP&TEA agree to expand the grievance
procedure as it relates to performance evaluations, permitting them to be
appealed to the 4th step of the grievance procedure.
5. SEVERANCE PAY: If an employee is laid off from their job with
the City , for economic reasons, the City will grant severance pay in an
amount equal to one week of pay for every full year of continuous
employment service to the City of Newport Beach.
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